摘要
研究检验了任务特征对"人—组织价值一致性"与任务绩效关系的调节作用。结果发现任务非常规性会强化人—价值一致性与员工绩效考核成绩的负关联,而任务依存性会弱化人—价值一致性与员工绩效考核成绩的负关联。研究提出一种非线性模型描述"人—组织匹配"与员工绩效之间的关系,该模型可以较好地解释为何以往研究对于"人—组织匹配"与员工绩效关系的结论不一致的现象。
This study examines the moderating effect of job characteristics on the relationship between person organization value congruence and employees＇ performance. The findings indicate that the nonroutine tasks may re inforce the negative relationship between value congruence and supervisorrated performance, but the interdepend ent tasks may weaken the negative relationship. In this paper, we offer a new model that includes curvilinearity in the moderating effect of job characteristics on the relationship between personorganization fit and employees＇ per formance, which may explain why previous researches educed confusing conclusions.
出处
《广州大学学报（社会科学版）》
CSSCI
2012年第9期52-58,共7页
Journal of Guangzhou University:Social Science Edition
关键词
人-组织匹配
任务特征
员工绩效
调节作用
person-organization fit
job characteristics
employee performance
moderating effect
